Webinar Replay Recruiting Made Simple

Hey everybody, it's Richard Milligan here with 4C Recruiting, and we are coming to you today in what is a recorded webinar. Now, long story how this happened. It is February 27th, and I'm putting the dates on here because a lot of times people will actually say, oh, that webinar was, you know, being replayed and it's already been recorded and The handful of webinars I've ever held, I've never replayed them. I say never, maybe a time or two we've replayed them because people have requested that we do that. If we do a webinar, we like to do it live. We like to do it live with the people that have signed up and showed up and have put the time, effort, energy to arrive. We like to give our best when we do webinars. Last Friday, we meant to record it because we had maybe 40 people that said, will you record? I just can't make it. So we were going to record it, and I pushed the wrong button about 3 minutes in. We get to the end of that, and I had a total of a 3-minute recording from a 90-minute webinar. And so I'm in here late on the 27th recording this again and sending this out to everyone so they can actually have a replay of it. So With that said, let's dive in. I'm going to do screen sharing. I'm going to pop up in the top right-hand corner of your screen. And so we're going to go there now. If you're not familiar with me, I'm actually the president of 4C Recruiting. Started the company beginning of 2017. And originally the intent was to start a company— it was actually a recruiting firm within the mortgage industry. And very quickly, just from, just from demand alone, We changed into a coaching company where we actually coach recruiting leaders. So, I mean, full disclosure, that's actually what I do. I spend most of the hours in a day in live Zoom meetings with recruiting leaders. And I teach them my system. Now, this system came from the 15 years I was actually inside the mortgage industry. So I actually developed this system while I was in the mortgage industry. And so it's very practical advice. It's advice that as a recruiting leader, you can actually go implement in your own business. So I'm going to go into some great detail, be very specific about things that you can do, very specific action items. And my hope is that you'll take this and actually activate it. I remember the first 10 years I was in the business and the struggles that I had recruiting, and it's my passion. To give people a shortcut to the brick wall that I bang my head against over and over and over again. And so because of that, the screen you're seeing says Recruiting Made Simple. That's our tagline. 4C Recruiting, uh, it's a play on words, and Recruiting Made Simple. And because we believe that there isn't really any secret sauce in recruiting, anyone can become a great recruiter if they understand the methodology and the specifics around it. It's like being a parent. I've got 4 kids. My oldest, who's now almost 16, that poor young man, the first, you know, decade that we were parents, we practiced everything on him. You know, we ultimately were pretty tragic as new parents looking back on it because we just didn't have the skill set. We didn't know what we didn't know. And, and so, you know, the truth around recruiting is this, is that if you know what you need to know, you can become a great recruiter and you can have very tangible results through, through a system. And so I'm gonna show you a system here today. So what you can expect when we're done here is that you'll know how to create your own unique recruiting system. Okay, so you're gonna see me looking off to my right here because I'm looking at a screen. I do all of this webinar by heart, and as we go through the bullet points, I'll elaborate on those. But a unique recruiting system is just this. There's something very unique to you as a leader, your core values, what you represent, what you believe, how you lead. There's just some things around that that are very unique to you. And so we want to develop a recruiting system that can't be duplicated. Okay, so this is not— once, once you understand how to do this, no one else can actually model it. Because you have things that are true about you and unique about you that once people understand them, They become polarizing to them. So I want to show you how to do that as part of this. And then you can understand what it takes to be an expert recruiter. And then beyond that, you really need to understand how to do this in a sustainable methodology because let's, let's be honest, you wear 12 to 15 hats in a day. So the recruiting leader— this is not the corporate recruiter— the recruiting leader is someone who actually manages a team and wears all of the hats that are associated with that. A lot of times that can be a producing manager, producing branch manager. This, this information is applicable to non-producing branch manager, producing manager. It's applicable to area managers, regional managers, VPs. I have found that even company presidents have been able to take pieces of this and ultimately use this in their business and, and, and improving the recruiting efforts. But we want to show you how to do this in 15 to 30 minutes a day, because if I said, let's do this in 4 hours a day, You just wouldn't be able to sustain that. You wear too many hats, okay? So time is important in this, and I get that. I will show you how I did this in about 30 to 45 minutes every single day, okay? Why you wanna stay to the end? I'm gonna give you a reason at the very end, the very end of this. I'm gonna give you something very tangible. Now I'm gonna show you a system, but this is gonna be a tactic, a very specific tactic that if you take this and do this one thing, It will improve your recruiting efforts significantly. There's a piece here that you haven't, um, that I would say 99.999% of you haven't connected the dots. And I'm going to connect the dots on this one thing today. And you're going to go, oh, it's so simple. And it's so amazing. I say it's money. Um, that comes from a movie, but it's so money that when you understand it, um, and you act on it, you'll see very tangible results from it. Okay. So I'm bribing you to stay to the end, and this is why. Your phone's gonna ring. You may even have Facebook up and LinkedIn up and Instagram up and your email up and all these things. Your door may open while you're in the middle of this webinar. I get all that. What I'm saying is this: there's gonna be so much stuff here that's meat and potatoes that you can go apply to your business. You'll want to shut all those off. Make sure this is a protected time, okay? And then stay to the end. I'll give you that nugget. All right, a little bit about me. I got into the bit— I spent about 15 years inside the mortgage business. Now that's a big Picture of my lovely family. Obviously, I married up. Beautiful wife, 4 kids. That was 2 years ago. They're all 2 years older, and it seems like that 2 years is just— we blinked and it's gone by. But that's my lovely family. Spent 15 years inside the mortgage business. Started out as a producing branch manager, then area manager, and then eventually moved out of production about a decade into the business and became non-producing. So I understand both sides of that very well. Both have their struggles and both have their positive things that as a recruiter actually lend benefits to both sides. We'll talk about that today, but if you struggle as a producing branch manager, you can go to my YouTube channel. I did about an hour-long interview there with a guy by the name of Tom Nunez, who's a very successful recruiting leader inside the mortgage industry. And we talked about the struggles of producing branch managers, um, which is, you know, managing a pipeline, managing probably a small team, if not a large team while producing. Um, and what are the disadvantages, but also what are the advantages? Because they have big-time advantages. If you're curious about that, go check that, go check that interview out. But then eventually regional manager and vice president. And, um, and so I've done a lot of recruiting. And in that, really the last 4 years in the business, out of the 21 branches that I launched, I launched 18 of those last 4 years I was in the business when I really began to figure out recruiting. And then in 2014, I built the Recruiting Made Simple system, which is what I teach today. It's about 32 steps depending on the individual leader, ends up being about 32 steps that, that they have as action items that Really take the beginning, which is where you identify talent, and take you all the way through creating powerful next steps, getting all the way to the finish line where you actually have someone show up and arrive as a new hire. Excuse me, I'm trying to get over an upper respiratory infection still. But in that system in 2014, it launched at the beginning of 2014. I actually Built 7 branches in 14 months through that system. And then today what I do, I actually help small to mid-sized mortgage companies actually accomplish high growth. I come in, I look at their recruiting models, their recruiting systems, revamp those, decide what they're doing right, what they're not doing right. So a large part of what I do is that, and then teach recruiting leaders how to become a better recruiter. So with that said, I've done a lot of things right, but with that said, I have done a lot of things wrong. And the reason why I really wanna take a moment and slow down here is this, is that I hear over and over again recruiting leaders say, I'm just a bad recruiter. Most people are convinced that you have to have really high Woo. So if you've ever taken a StrengthsFinder, you know that the StrengthsFinder measures your Woo. A lot of people think it's got to be one of your, you know, top strengths to be a successful recruiter, and that's not true. A lot of people think that you've got to be a great salesman and have a lot of Incredible energy, and, you know, there's these other intangible things that you gotta have in order to be a successful recruiter. But the truth is this, for the first decade I was in the business, I struggled. I mean, I really, really struggled. I would tell you unequivocally that the amount of effort and energy that I put into recruiting versus the amount of reward and tangible things that I can measure that came out of that Um, there was no direct correlation between the energy and the effort and the, and, and what actually came out of that energy and effort. And so to a large degree, um, you know, I understood that recruiting fell into 3 categories, and most of you understand that. It's identifying talent, it's actually making contact with talent, and it's following up with talent. And if you do those 3 things, you'll have some limited success. But the truth is that Those who understand those 3 things today are having less success than they've ever had in recruiting. And the reason for that is that the market's changed. Okay, if you've hired hundreds of loan officers up to this point in your career, you know for a fact you're not seeing the results that you've seen in the past. Okay, it's a deregulatory environment. That means that we're not jumping through all of the hurdles that happened from, you know, 2008, 2009 forward. That means that companies aren't having to revamp operationally, aren't having to change LOSs, aren't having to figure out how to do loans differently on a consistent basis. And now we're seeing where operationally most mortgage companies are doing incredibly well. In fact, if you go back and you look at that 2009 through, you know, You know, say 2015 timeline, we saw a lot of these significant peaks and valleys in production. And what would happen is that companies would get exposed. They wouldn't have enough operational support. They wouldn't have enough infrastructure around their operations manufacturing line. And so they would get exposed and you would see loans that would push out 45, 60, sometimes you saw lenders pushing them 90 days to get loans done. And then they would revamp their operations. They would meet, you know, get back to where they needed to be from a timeline perspective. But then a lot of their people were gone. And so it was an easy environment to recruit in. That's not the case today. Look, operationally, companies are doing well. In fact, there's more talent, more operations talent in the market today than there's ever been in my season in this business. And the reason why is because now 2018, as you know, Fannie Mae predicts This year is going to be one of the smallest markets that any of us have ever seen. I've been in the business for 15 years. It'll be one of the smallest markets that I've ever seen, and it will all be almost all purchase. So, and it's in a raising rate environment. We see margin compression. We see companies are getting really good at what I call reverse engineering, where they're recruiting, where they're retaining their people better. Companies are beginning to improve their technology. Improve everything that they do. And so this is a season where if you don't understand how to recruit right, okay, most of you are recruiting incorrectly. If you don't understand how to recruit right, you will lose over this, in this window of time, or in the season where all of those things are the truth about the industry. So knowing that, you know, the hard way is currently— there's a lot of people that will learn the hard way in this season. My hard way was this: I called recruits over and over again. And I hated it. I mean, cold call recruits over and over again. I despised it. Very relational. I hated getting the rejection over the phone. Hated the fact that I didn't have a good script to use when I was calling people. And a lot of times it was one of the 2 big objections that I would get, which is, I don't have time to talk, or I'm happy where I'm at, I'm not interested. And I didn't have a good script for overcoming those objections. So that was the hard way. At one point I hired a third-party recruiter. This is a bit embarrassing. It's been almost $40,000, and what came from that was 2 hires. I would say 0 hires, but the truth is that we hired 2 loan officer assistants, um, and, um, we didn't hire any loan officers. So it affected my production net zero. Um, it affected my P&L negative, and that $40,000 came out of my pocket. That means that this was after W-2 earnings that I went and spent that money to hire a third-party recruiter over 9 months. And had no results from that. I thought the idea was brilliant. And I'm sure a lot of you have said, what if I went and hired my own recruiter? Well, I did that and got zero results from it. Then over the— over 15 years, I would tell you recruiters accounted for 10% of my hires. So 1 out of every 10 hires came from either an internal recruiter or an external recruiter. Um, and I can go back to internal recruiters. And for me, that was a zero. So the 1 out of 10 came from external recruiters that I developed relationships with. It was not a— it was not a success model. The other way was I hired the easy recruits. So there's basically 3 types of recruits in the market. You have your hot candidates. Those are the ones that transition about every 12 months. You got your warm candidates. These are the people that transition maybe every 3 to 5 years, but they're— but eventually something happens within the organization. They're more risk taker. than what I call the cold candidates. And so they're not afraid to move. In fact, if you look at statistics inside the mortgage industry, I have a really good presentation around this that I've given that if you're in my coaching system, you have access to. But what I talk about is this, is that loan officers have been in the business for 15+ years. Over 30% of those have actually been at more than 5 companies. Wow. Okay. So these are the warm candidates, are the ones that aren't afraid to take some risk and aren't afraid to leave if they see that the company's not in alignment with them, if they see things that are taking place that don't support what they're trying to accomplish. Okay. So I hired the easy recruits. Most of them didn't work out. You hire a hot candidate who typically leaves about every year, you really have all your work cut out for you because you're going to have to build your branch every year. That's right. And then I hired the non-experienced loan officers, put them through some of the trainings that are out there, and about 50% of those worked out after a long season, a lot of effort of getting them to a place where we had invested in them enough where they understood the business, understood how to build their business, and that's the hard way. I love this picture of the dog because this is a perfect example of the recruiting leader. If you've ever seen this video of this dog, It takes it forever to figure out how to get across this bridge with that big stick, but that's how we start out our year. We look at a year like 2018 and we say, what are we going to accomplish? Right? I'm going to hire this many people. I'm going to increase my volume by this much. I'm going to increase my units by this much. But in the end, we don't really fully know how to get that stick across the bridge, do we? And so, um, that, that was for me a long season in this business. So after doing this for 15+ years, what I figured out is how to take my head out of the sand. Okay, so I began to put some of this together about 10 years into it, and really about 12, 13 years into it was when it began to ramp up and I began to see results that were really dramatic. What I figured out is that recruiting is not that hard. Recruiting is simple. There's a few things that you need to understand inside recruiting. If you understand those things, then recruiting becomes easy. One of the things I understood now, what I understand now, is that storytelling makes for great recruiting. And I don't mean like, you know, telling a story, right? Like, wow, that was a doozy of a story. What I mean is this, is that telling the stories of our life, telling the stories of our leadership, putting those stories in the correct formula, because there's actually a formula for telling a great story that connects, that resonates with people. Storytelling makes for great recruits. And if you study visionaries at any level, you know this— visionaries are phenomenal storytellers. In fact, what I've done in my study of visionaries is this: I've seen visionaries on the low end where they're giving their vision share 10 to 12 stories, and on the high end share 50 to 60 stories. Okay, so storytelling is a critical component to becoming the visionary. I figured out how to motivate recruits that were happy. There was a season where I was like, I don't even understand why people are moving to me, why people are coming to my branches, because there wasn't any pain points. Okay. I figured out how to motivate the cold candidate. Now the cold candidate, if you can figure out how to move them, you can build a significant branch, a significant brand, because most people in this business only understand how to move hot and warm candidates. And in fact, because of that, Your processes, your tactics that you use are built around hot and warm candidates because that's the only thing that you understand. Once you understand how to move cold, cold recruits and you understand some methodology around that, changes the game completely. And then I, then I really understand it only takes a few minutes per day, something that's sustainable because I, you have lots of hats that you're going to wear. It, you know, a few minutes per day is all I need in order to be a successful recruiter. So. I discovered this the hard way. I'm going to give you the easy way. And as I already said, I opened 7 branches in 14 months. I actually opened 4 of those in back-to-back-to-back-to-back months using this system. So here's what I figured out. There really are 3 things. I call them 3 secrets that most people don't understand when it comes to recruiting. Okay. Secret number 1, you have to become the attractive leader that everybody wants to work for. Okay, we'll talk about this in a second. The attractive leader represents things that other leaders don't represent. And really, the epiphany moment for me was when I had external recruiters call me again and again and say— and tell me, Richard, we were talking to this recruit and they said that if they left their company, the only person they'd ever go work for is you. I'm like, wow, that's— man, that's a huge compliment. I appreciate that. What I was doing was becoming the attractive leader in my market. These were people that knew me from a distance. They didn't know me, know me. These are people that knew me from a distance. And what they were telling people that I didn't know, that they didn't know, is that if I leave, I'm going to work for Richard Milligan. So you have to become the attractive leader in your market. That's somebody that everyone wants to work for. If you can figure out how to do that, and I'll share with you a little around that, if you can figure out how to become that, you will win. Okay, forget about the short term. Long term in your market, you will win. Secret number 2, you have to have a system and a process that's unique to you. Okay, this market— look, the mortgage industry, I would dare say, I would challenge— dare have anyone challenge this— may be the most heavily recruited industry in, in the United States. Maybe pharmaceuticals ranks up there with this. But what I'm telling you is that this industry is so heavily recruited. You know, look at how many companies there are. Every company typically has an internal recruiting department. They have multiple external recruiting relationships. Every single leader in a market is a recruiter, right? Multiply that by branch, by area, by regional, by VP, and look at the, look at the amount of amount of people that we have recruiting in this market. And what I would say is this: I talk to hundreds upon hundreds of recruiting leaders in a given month. Okay? What I know is that most people— and I would— it's a really, really, really, really high percentage— but most people are recruiting the same exact way, and it's the wrong way. So having a system that's unique to you allows you to stand out, allows you to be different. And really what you need is a system that's built into a whiteboard CRM. I'm going to show you whiteboard CRM. I don't have any vested interest in showing this to you other than the fact it's the one that I used and the one that I still use today. Costs $12 per month. You want to get it, great. If you don't want to get it, great. You'll get it. You know, there's a— if you go to their link, you'll see how you can get a 2-week free trial on it. But again, no vested interest from me to show this to you other than the fact I'm trying to show you a system. You have to have a place to track your candidates, conversation logs, build, build upon those conversations that you're having to build relationship. And secret number 3, you got to use your time wisely, right? Let's just be honest. Your door's a revolving door. So, um, you build, you got to build a team in a short amount and the short amount of time you have per day. So let's talk about this secret number 1, understand and communicate clearly who you are. Um, be an attractive leader. Okay. So a lot of people say, I haven't heard that terminology before of attractive leadership, or what's an attractive leader. So let's just talk about that. What's an attractive leader? Attractive leader has a clear vision. So ask yourself the question, am I an attractive leader? And if you, if you meet the first part of this, then you'll be able to very immediately clearly articulate what your vision is. If you're not able to do that, Then you're not on the path to being that attractive leader. Okay? This person has clear beliefs. They understand their core values. What are your core values? What are your core convictions? What are some of the big goals that you have? Right? You have a very defined belief system. You very easily can say, I believe, and then make a statement after that. And not just do it once, but do it again and again because you're so clear in your beliefs. The attractive leader has a clear vision, has clear beliefs, and can clearly articulate those. Okay, so there's 3 things here: has a vision, can clearly articulate the vision, and then the next one is acts and lives in accordance with the vision. So many, so many leaders, if you ask them about, you know, the first 2— what's the vision, can you clearly articulate it— yes. Then you get to the acting and living in accordance with And that's where everything drops off. Okay, you can't have 1 and 2 and then not live in accordance with it and that be a recipe for success. Okay, 1 out of every 11 loan officers— this is statistical data— 1 out of every 11 loan officers will actually go hand-select without ever being recruited, will go hand-select the lender that they're going to work for. How do you get the 1 out of 11? You get the 1 out of 11 by being an attractive leader. How do you miss on the 1 out of 11? You miss on the 1 out of 11 by not acting and living in accordance with the vision, with the things that you say you're about. So why is this important today when we're recruiting? Okay, the power of social media has changed the game. Well, look, on LinkedIn, it's— you can have people moving towards you. Look, I advertise myself as a recruiting coach. I probably have 2 or 3 people every single week that come to me and say, I see what you're doing. Who would you recommend in my market? Okay, that's the power of social media. Okay, um, now you may say you've got an advantage, you operate a company that's called 4C Recruiting, they think you're a recruiter, um, and that may be the case. But what I'm telling you is this: today, today's February 27th, today, this morning, I got a phone call from a young lady, and guess what question she asked me? The question she asked me was, Who do you know in my market that is someone who has a great vision and is a leader that I could go align with? And I said, that's a great question. Why are you asking? Why are you calling me and asking me this? Because it was out of the blue. I don't— I mean, I didn't solicitate, um, this, this conversation. And, and her response to me is this: the company that I'm with does not have a clear vision. And, and I'm on an island. I'm several hundred miles from the next closest branch. I'm on an island by myself as a producing branch manager, and I'm looking for some synergy. I'm looking to align with some people that can actually bring value to me just by bringing synergy to my business. I know I need that right now. This is a person that's going to do $30 million in volume this year. Okay. The power of social media is this, and my question to her was this: who's an attractive leader in your market? Who do you know that's an attractive leader? Her response to me was, I don't know of anybody. So shame on the leaders. Shame's a, you know, it's a big word, but, but leaders in her market have whiffed on a huge opportunity to simply present an attractive leadership model through the lens of LinkedIn, right? Think about this. On LinkedIn, can you have a vision? Well, yeah, you should. Your summary, your about me should probably talk about that. In fact, you should talk about your core values. Who are you? Right. Um, can you articulate the vision? Hello, there's a thing called articles and a thing called posts on LinkedIn. If you haven't heard of them, it's an incredible place to go do this. And then living and acting in accordance with the vision. Can I do that in social media? You better be doing it on social media because if you're not doing it, somebody will be doing it. If you're not branding yourself, somebody else will be branding you. Okay. So the power of being an attractive leader today is that you have a shortcut. We all have a shortcut to doing this. We no longer have to always go meet face-to-face and always have phone conversations and, you know, represent ourselves through those, through those tools. Now we have a tool where we— the pipeline, your funnel of how you feed people into you as a recruiting leader is so broad at the top. It's outside the realm of what I can actually show you with my hands right now. It's very wide. You can meet, reach thousands and thousands and thousands of people. Okay, through LinkedIn and through places like Twitter and Facebook and having a YouTube channel, right? Connect with your audience. That's the power of being an attractive leader today. Now, the power of being an attractive leader today is this. We've talked about this already. Most recruits are content where they are because of the regulatory environment and because of the, because of the fact that we're seeing less volume now than we've seen in a long time. What does this mean? That means that there are 2 things that, that human beings move from one place to another place to. Okay, first one's this: we move because of pain, right? This is very painful to be over here, and I'll move to another pasture because it's not as painful. Okay, this is what I call an opportunity switch. Opportunity switch says that this is simply an improvement on my current opportunity. Okay, we switch because we're pain avoiders, but In this market, if you're leaning on trying to identify pain points and hot buttons and you're trying to problem solve those, guess what? You're going to have a really, really, really hard time being a successful recruiting leader in this market. But the flip side of this is this: humans are also pleasure seekers. They'll move because of pain, but they'll also move towards something because of pleasure. Okay, this is where the attractive leadership model comes in. You have to represent yourself Not as an opportunity switch, but as a complete new opportunity. An opportunity switch is, I'll go from a Ford to a Chevy, or go from a Chevy to a Ford. A new opportunity is, I just left my Ford and my Chevy, and now I'm driving the Harley-Davidson. That's a completely different lens, a completely different opportunity. It represents something completely different. And that's what attractive leaders do. So a lot of people say, well, that's great. I think I understand that. I have no clue how to, how to go do this, right? Vision, core values, core convictions. Those are things that kind of float up in the clouds, right? That's kind of fluffy stuff. It's emotional stuff. I really don't know how as a leader to create those. I'm going to give you some very practical advice on how you do this. Some of this is how I did this in the beginning. Look, in the beginning, why I did this was I was, I'm a big proponent of personal development, personal growth. I'd read a number of books. I was really studying successful business businessmen at the time. One of the books I picked up had maybe 50 stories of successful entrepreneurs. And the thing that jumped out at me again and again and again, as I was reading their stories of success, is that every single one of them were very clear on what their vision was. And they didn't end up somewhere on accident. They were ending up somewhere on purpose. And so I said, I got to do this, right? Like, I can articulate the company value proposition, which is what most of you can do. You can articulate your company value proposition. In fact, you may even be able to articulate your company core value, right? Your core, your purpose statements. There's a big difference in stewardship of a vision and ownership of a vision. What I'm talking about here is ownership of a vision. Okay, think about this. Stewardship is you own it and I steward it. That's not— it's different than ownership. It says that if there's a problem, it's not necessarily mine, it's yours. It says things like, this is really yours and I'm here for a season. Ownership says things like what? Blood, sweat, and tears at all costs. Every problem, I'm going to own it. That slight shift in stewardship and ownership is a critical one. So what I'm talking about is ownership. If you're going to use the company value proposition, their core values, their purpose statement, their mission, then you better figure out how to own that. You own that. Okay? Not the company own that. You own that. And so, so if you're doing that, that's fine. If you're not doing that, let me show you how to do this as a leader. And it's even wise for you where you've got a strong value, a core value statement within the organization. It's critical for you to be able to align those core values with your core values. Okay, now here's how I originally did this. I simply thought it's like building a house. What are the, what are the principles of my leadership that I'm going to build on? I'm going to build my brand on, build my branches on. So I said, I'll develop 4 pillars. That was an easy mindset for me to do. And then I asked the question, Richard, what's authentic and real about you? I don't want to fake it. I want it to be legit. I want it to be easy because it's going to be authentically me. And so I just said, you're about personal development. You've always been about personal growth. So that became one of my pillars. One of the things I said is I'm all about leadership development. And so that became one of my pillars. Another pillar became my systems. I believe that systems are really at the heart of everything. In fact, what I'm showing you here is part of a system, part of my, you know, 32 or plus steps, minus steps. Surrounding the systems that I teach to recruiting leaders. So, you know, systems are a big deal. And I would always say that systems equal solutions to problems equal success. Okay, and I would explain to people what that would look like. And then I— and then one of the other pillars was growth. And not just any kind of growth, but organic growth. Organic growth being that if you came to my branch, if you came to my branches or brand, what could you expect to grow the following year? And it was important for me to measure that. And so I knew that number was 25 to 32% in growth that you could expect year over year. And so that was one of my pillars. That is what I represented to people as being able to talk to people. So your core values, you know, what's authentic, what's true about you, these things should just pour out of you. Now I take people through a process. I show them about 70 different core values. We go through eliminating and identifying what are their top 4 or 5 core values. But you really just need to understand what's authentic and true about you. Now, this is about communicating who you are as the attractive leader. Okay, this is your vision. You can, you can actually, outside the core values, once you have your core values, there's a lot of ways to come to a vision statement. Some people will have 1 or 2 sentences that make, make their vision statement. There's different recipes to, to a vision statement. One of those recipes is, you know, action, Plus who plus how equals the vision, right? So action, meaning if I said personal growth, personal growth plus who, who am I going to impact? Perhaps my team, my referral partners, plus how, how am I going to impact them? Through teaching them, through growing them, through showing them how to implement. That, it's very easy to come to a vision that way. Now, here's what I've done today. I've really done, my vision is articulated in 3 statements. Okay, what's my mission to? So your mission is to what? Okay, how I say this today, my mission is to help recruiting leaders grow their business faster than they would in the absence of my help. That's what my mission is to. How do you achieve your mission? Well, how I achieve my mission is that I achieve this by teaching recruiting skills that enable leaders to vastly exceed their previous accomplishments. That's how I achieve my mission. And then you simply need to say, how am I going to, how am I going to measure it? Okay. How are you going to know when you've achieved it? Right? How, how, how, how are you going to make sense of this? Like, what's the win in this? So you know that you've achieved your mission when what? So here's how I measure my success. I measure my success by helping 100 branch managers each year. And that's it. Now there's more to it. I actually say I help 100 branch managers each year live the life only possible through growing their branches. But my mission, I know my mission's achieved when I have hit 100 for the year. Okay. That's a great way to communicate that. Now, with that said, if you've got your core values and if you've got your vision, you can't skip over the power of storytelling, right? I mentioned that before. It's one of my aha moments. Okay. Storytelling is everything in vision. Think about it. Storytelling is the lens that we all live through. It's the story of your life, right? If you and I got together over the course of a weekend to do anything, play golf, hang out, sit around, you know, a fire, burn wood, whatever it is, what would we do? We would share stories. Okay, you have a best friend, most likely like me, that I haven't seen in 6 months or a year or 3 years or 5 years, but I know for a fact that if I connected with that friend, we would immediately pick up where we left off. There wouldn't be any awkward moments. We pick up each other's stories exactly where we left off. Why? Because we understand each other's stories. We've walked with each other through a season where we understand the entire backdrop of their story. Okay, so story is everything, and storytelling is everything in recruiting. Now, with that said, there's actually an incorrect formula to telling stories. We don't have— we don't have time to cover that today, but there's a lot of power in storytelling. Visioneers Just, I encourage you, the next time you have an opportunity to, to just kind of sit back and take in a visionary, count how many stories they tell. Okay, so storytelling and having context within the story is really critical. What I will tell you about this, most of you are telling highlight reel stories. That's the wrong way to tell a story. The right way to tell a story is to include the struggle and is include the conflict, is include the times that you tried and that you failed. Include the overcome, but you would never go to a movie and you would never walk out of a movie saying, that was a great movie if it was all overcome, overcome, overcome. We relish the conflict. We connect with the struggle. Okay, so where you're telling these highlight reel stories, give you a simple statement that transitions you to selling the conflict and the struggle. And the statement is this: But it hasn't always been this way. Okay, tell me the highlight reel and then make that statement, but it hasn't always been this way. Okay, that will help you tell better stories. All right, so moving on here. I just want to make sure I'm recording. I'm about 30 minutes into this. I'm like, whoa, this happened to me last time. I need to make sure I'm recording and I am recording. Awesome. Okay, so secret number 2, build a process and a system that's unique to you. Okay, so why is this important? You have to have a place where you track your recruits. A lot of you are using Outlook or you're using some sort of spreadsheet. You know, some of you have these CRMs that are drip campaign CRMs, but you don't ultimately have a place to track conversations, to build out all of your own next steps. Okay, drip email. I'll be honest with you, it's okay. All right, it's okay. Email is something that marketers have ultimately ruined. All right, just go look at anybody's inbox. Okay, look at— most people actually have an inbox, right? That inbox has— that's the one where they give that email to everybody and they've got thousands of unread emails in that. So it's okay to have that. It's not— it is not necessary for you to be successful. In fact, it's never going to be a key premise for you. You're never going to hang your hat on your recruiting success because you had a drip email campaign. I'm just telling you, it's not going to happen. It's like voicemail, okay? You're never going to hang your hat on voicemail and say, I was a great recruiter because I had phenomenal voicemails. Let me give you a tidbit: stop leaving voicemails, okay? Your voicemails are actually leaving breadcrumbs for people to track you back to being a recruiting leader, okay? Voicemail doesn't work. We've tracked this, okay? With a, with a decent-sized mortgage company leaving thousands of voicemails. You want to know what the response rate is on voicemail? And I'm going off on a tangent here, but this is a good nugget for you. 0.04— 0.04% response rate. Out of 1,000, you can expect to have 4 responses to voicemail. Okay, so there you go. You're 0.04%. If you want to leave 1,000 voicemails, you'll have that kind of return. But out of those 4 voicemails, zero return. Those were not fits. So if somebody returns your voicemail and they go, hey, I'm so glad you called, immediately your antennas should go up and go, wait a second, this is in the hot category, right? This is a person that probably transitions pretty, pretty regularly. Like the sign-on bonus is now gone. They now have a few months to get their feet back under them at another lender. That, that's what we found when we would want to try to voicemail. So off on a tangent, back on track. You got to have a system in place for tracking your recruits. Okay. Always have a next step. Now, if you don't have a system where you look and you go, that's my next step, okay, then, then you've lost momentum in recruiting. Where you gain momentum, you got to keep momentum. If you take somebody to this place, the peak of the mountain, and then you allow the momentum to trail off, you will lose. Okay, we— I look at recruiting as speed dating. I go back, I've been married for 19 years. Lee and I have been, have been dating, married for 22 years now. I go back to when I originally saw her and I, and I knew, I knew that there's a beautiful woman. I would love to talk to her, get to know her better, you know, go out on a date with her, ask for her phone number. Next step, I'll call you. I called her. Next step, right? Um, what are you doing tomorrow night? Okay. Next step was to go out. We went out. Can I call you tomorrow? Right. We talked the next day. Next step. What are you doing? Nothing. Can we hang out today? Next step. If I wouldn't have had all of these next steps built into that dating model, somebody else more attractive than me would have come along and would have had the next steps and more powerful next steps planned than, than what, than what I had. So recruiting is just like that. Here's what you— here's what a lot of people do. That they initiate via phone, they move them to a face-to-face, and then they send them a presentation via email and they say, I'll follow up with you. Okay. That is a losing proposition. You would be blown away by how many people in this industry, that's their recruiting model, right? The 3 quadrants, right? Identifying talent, making contact with talent, following up with talent. So they identify them, they make contact with them, and then how do they follow up? They follow up with a phone call because they sent them an email presentation. Okay, look, if you're taking presentations to your recruiting meetings, to your first recruiting meeting, that you're going to lose. Okay, you are going to lose. I'm just telling you that that is the wrong methodology to recruit. Okay, so you got to have some clear next steps, but you got to have powerful next steps that allow you to continue with the momentum in recruiting. And then the system, what it does is it allows you to create a process that's unique to you, and then it's centered around showing your recruit your core values, and it's centered around showing that you care about their why. So here's this. Let me just, let me boil recruiting down to one simple principle. You ready? Get ready to write, 'cause this is the easiest principle on planet Earth, and if you get this, you'll win, okay? If. If you can get your recruit to believe this one thing, okay, they have to join you. Okay, this is it. If you get your recruit to believe this one thing, they have to join you. Maybe not next week, maybe not next month, but at some point in their career, they have to join you. And here's the one thing. The one thing is this, that you above all leaders will help them accomplish their why. Okay. You above all leaders will help them accomplish their why. Now, one of the things that I teach in my coaching is I teach people exactly where to figure out the why and how to create alignment with the why and then how to pursue through the lens of why. Okay, you gotta understand this. Most of you, ask yourself this question. The last 5 people that I've recruited, what's their why? If you can't regurgitate that, if you can't repeat that in this moment, then you're not recruiting correctly. Okay, so there is a right place and the right time to actually get this, and then there's a right way to pursue people with this. Which ultimately led to the success that I have because I was doing that. But you got to get them to believe the one thing. The one thing is that you above all other leaders will help them accomplish their why. Okay. And then, excuse me, you got to be able to pick up where you left off in conversation. It's really important. Look, if you had called me 2 weeks ago and you were recruiting me and you said, man, how's it going, Richard? And I probably would respond with, hey, my youngest daughter Haven Was throwing up all last night. I don't know that I got an hour's worth of sleep. Listen, I don't know my place to talk today. Right? Like, I just gave you some really good information on a first phone call in just a matter of a few seconds. My daughter's name is Haven. She was sick and she was throwing up all over the carpet. A lot of times we take those little bits of information, we just move right on with our agenda. Okay, the conversation log allows you to create relationship over time. That's important information. I might even send my 4-year-old daughter Haven, right? Now you got her age, now you got her name, now you knew she was sick. Okay, that stuff you can bring up 2 months later. Hey, last time we talked, um, you didn't really have time to talk. I know you were worn out. Sound like you're pretty worn slick with your daughter Haven, um, actually being sick. How's she doing? How have you guys recovered? Have you had the chance— have you had a chance to get the carpets cleaned? Now you're building relationship and you're warming every call up and building on top of the last call. So many of you start over every single time. So no more trying to guess where you left off or what was said. Let me do this. I'm gonna pause here for just a moment. And what I wanna do is I'm gonna drag across into the other screen a— because I'm actually recording this, I can do whatever I want. When we're live, I try to make sure I stay within time constraints. But if you're here and you're watching the replay, that just simply means that you may not have some time— the time constraints that time constraints that you normally have. So here's what I'm going to do. I'm going to pull across in front of you my actual Pipedrive account. Now you're looking at a Pipedrive login right there. Pipedrive is a tool that I use, and I'm talking while I'm working here. So Pipedrive is a tool that I use. If you go to pipedrive.com, you can sign up for a free 2-week trial. And here is the value of Pipedrive. Okay. It's super simple to use. So let me just show you, here's what I've built out. All right. And so I encourage you to think around next steps. Think about this. These are all my next steps in my first pipeline. These are my next fit, 9 next steps in my next pipeline where I identify someone as maybe not being a fit, or then typically if they're not a fit, they fall into 2 categories, which is great fit hot or great fit cold. But then what I've done is I've actually built out my entire recruiting setup, right? If somebody comes in to do a local site visit or corporate site visit, what are my steps? If someone's going to join the company, like how many things do I have to do in order to get someone through to the finish line? Um, even after they're hired, right, where somebody's hired, um, there's still a process that you go through to make sure you get them through 90 days well, that, that they get to the end of that. It's a springboard. And then these other 2 for me were, you know, I began to hold webinars and, um, and then there's processes built around the webinars when I was recruiting people. And that's one of the things we teach in the coaching system is some advanced strategies that people aren't doing. And the reason why we do this is probably summed up best in a quote by Newt Gingrich. And I'll, I'll actually probably, um, you know, um, butcher it a bit, but I'll give you the context of it. Newt said this. He said that at some point we all have our islands of success that we built bridges of excellence to get to, but at some point the lake of mediocrity always gets up on the bridge of excellence and tears it down. So we always have to be rebuilding or building new bridges of excellence to get to that island of success. That's so true in recruiting. Look, the things that you were doing 3 years ago don't work in this environment. I mean, I had a conversation with a With a, with a really solid recruiting leader today, this afternoon. This guy's hired hundreds, hundreds of loan officers. And his comment today is the methodology that I've used in the past is no longer working. Okay, so he needs a new bridge of excellence. And so what we're always doing, the reason why I bring that up, is the webinars, something that we teach. It is a bridge of excellence. Not a lot of people are doing it. We teach people how to do it. So this is the system. When we bring somebody in— now I'm showing you a master account. I'll log out of this in a second. I'll show you and just demonstrate to you how to actually use this in the account. I'm not going to go to my actual pipeline. You can see that I've got a lot of information in here. I don't want to, for the sake of protecting people, want to— I've got a lot of old data in here that I don't want to show people. But this is such an easy system. You simply go over here and click add a new pipeline, and any of the— you can add any new pipeline you want across the top. And then you click add a stage and we add these stages in here. So, you know, I mapped out, originally mapped out what was my recruiting model, my recruiting system. And, um, and so, you know, these were the next steps. I started out with identifying my targets. This might come from a mortgage insurance rep that I had a relationship with. Title company, might have been a referral from one of my loan officers. And, and, and so, you know, it could have come from anywhere. It could have been just me looking up Zillow, right? Like, you want to see me model the quickest way that I would ever— that I would come to creating a top recruits list? If you're not using Zillow, you are— you're missing out. Because if you go simply to Zillow and lender directory, You can simply enter city and state, and I can order— I can put anything in here. Denver, Colorado, hit enter, and boom. What do I have here? I have— there's some companies mixed in here, but for the most part, loan officers. 46 pages of loan officers. I see their reviews. If I click on somebody, if I click on Joe Massie, which I don't know Joe, but click on Joe, Joe's probably got a summary in here about himself. What does he do? I see what states he's licensed in. I've got a cell phone number over here. See his website that I can click through. I see where his work address is, which may be helpful depending on office locations. I can sort through his reviews and pull a nice review out, pick up the phone and call him. I have a lot of information here immediately that I can pick up the phone and call Joe. So I can create a new prospects list really quick. But because of the positioning that I had, I had really 3 lists of people. Once I identified the prospect, I would then move them in my top loan officer list, top branch manager list, or top regional manager list. And then I would move them to my next step. Now, top organizations— what I did was, as I came across people that I extracted information from— now, extracted sounds like something that aliens do to people, but you understand what I'm saying. You figure out their comp plan, you figure out, you know, how the internals of the organization work. Maybe they Don't do CDs prior to, you know, prior to clear to closes, or maybe they just had, you know, a huge change in leadership. You can create top organizations here that you recruit against and begin to build all of the information over time in there that you get on them. That helps you as you continue to recruit. You should get better as time goes on recruiting against organizations because you have more information about them. And then I would move them across to my first phone call. To my follow-up to my first phone call, to face-to-face or an interview, right? And then beyond that, you know, send them a presentation. Now, this was not a true next step, um, because this is not a powerful next step, but I had a better next step, um, beyond that that I built into this. And so this was part of this. I could just move people across this. And when I was done, once I met face-to-face with somebody, I would figure out they're not a fit. And if they weren't a fit, they typically fit into 2 categories. One was other reason, which means I'm never going to hire you because, um, because there was, there was just, it just wasn't a good fit. I felt like maybe somebody was a Cancer. Um, they didn't have the right mindset. Uh, you know, it didn't feel like they would fit underneath my leadership. Or the other category was they were lacking production. And if you were lacking production, um, I would come back to you because people change. In fact, if you look at statistical data, um, anyone that's under 5 years in the industry, Is typically lacking production. The 5-year mark plus is kind of the magic number. In fact, 86% of loan officers 5 years or more in the business are producing $21 million or more. Okay, so that's a critical digit, that number you need to understand. So I'll come back to those people. And then beyond that, people fit into 2 categories: great fit cold or great fit hot. And these were all of my next steps. Around these. Okay. Then beyond that, once I move people through those next steps, I then would move them to a local site visit. These were all the things that I would do around that. And then beyond that, once a site visit, typically I got people to a place where they're making decisions. And if they said yes, I knew I needed to collect the income docs. If they were a branch, I needed to build performance compensation. I need to present the offer. I need, you know, you know, at this time I was having to present the offer to somebody else to gain approval. Once it was approved by them, then I would push the offer out to my, my candidate. And then next step, I mean, I would send them a t-shirt signed by the team as a congratulations, kind of as a souvenir, as a welcome gift. We'd give them a start date, I'd order their laptops and their printer, and then I would hire them. And then I knew I had to transition the license. So these were all next steps I built in there. Yours, your next steps may be different. And then beyond that, once they were hired, I even had a process around that, and this kept me on track. So I had assigned a transition loan officer, I'd assign them to a processor. I knew I had to have their wow packet ready for their day 1 hire. You know, in month 1, I met with them daily. In month 2, I met with them weekly. In month 3, I met with them weekly. And then beyond that, I put them into some sort of coaching service. Okay, so these were all of my steps. So you could build out whatever works for you. Now, From a practical standpoint, what I'm going to do is I'm going to take this off screen and I'm going to come back with a different login. I want to show you how easy this tool is to use. Okay. I normally don't do this. So for those of you that get to watch this webinar replay, you're getting about 15 to 20 minutes of extra content here and showing you how to actually activate on this. Okay. I'm about ready to come back. Bear with me. Bear with me here. Let's see. Boom. I think I'm logged back in and I am back. So here I come again. Okay. And so now I'm logged in. This is a generic login that we've created so that we can really show you— so show someone how to use the tool. So this is what the tool looks like when you're actually using it. Look, you simply click add a deal. And I can come in here and just type in, you know, the name of the person. You know, I can type it if I know how much volume they produce, I can type that in there. If I know the phone number, type it in there. I know the email address, I can type it in here. I've got all that. I got an address, great. If not, I just simply click Save. And now it's in my pipeline. Now, with that said, I'll— you can open these up if I click on them, but I can also drag them, just drag them across from whichever list I need them to be in. And this is really what helps you create momentum. Look, recruiting is simple, but recruiting can be hard. Okay? Simple means that if you understand the methodology in recruiting, it's simple. The hard part is just doing it sometimes. Because you wear so many hats. And so what I found myself, and I found this again to be over with hundreds of recruiting leaders, baby steps in recruiting build momentum. Not, not for the— not to say also just for the recruit, but for you. You feel like you're winning, right? I just took somebody from just being a prospect and I moved them to the top loan officer list. And then now I'm assuming I made that first phone call to them. And now they're— I didn't, I didn't get to really speak with them. They said, call me back. So I got a follow-up to that. And then I schedule a face-to-face. And we really ultimately, as the most part, we go, oh, I have one win in this. No, no, no. To identify the prospect is a win. To make the first phone call is a win. To follow up, right, is a win. To schedule the face-to-face is a win. That's not one win. I've actually, I've actually won about 4 or 5 times in that. Okay, you need to be able to win. This is a race. It's baby steps, starting someone from the start line and moving someone to a finish line. Okay? This is how you create momentum. Now beyond that, we've created other pipelines. So I just moved this down here to the bottom. You see the other pipeline pops up. One lost is there. That's always in the system. I move it to the other pipeline and guess what? All these other pipelines show up. If I can move this just by clicking a button, if this was my great fit hot candidate, I could click right there and that person now drops. You'll see it's no longer in this. But if I go to my Great Fit Hot category, guess what? There he is. Richard Milligan's right there. And now I can do the same process and move them through. This is ultimately what allowed me to see what would typically happen is this here. I would move people to a phase, the phase would stack up, and then I knew I needed to focus on that particular phase. Okay? So when I come in here, I know I've got these phases that I need to focus on moving people through. Now, the reason why these people are in here is because I've shown somebody in a specific market, you know, just using Zillow as a qualifying tool to identify these people. So if you go look at Zillow in a specific market, you'll see Steve Wilcox and Jay Dacey and Brad Colifer and Derek Fertig. You can tell them they show up on the first page of Zillow, and that's why they're in this webinar. So you're practically famous. I think it's all gentlemen. Gentlemen, you're practically famous because of this. That's, that's how you use this. Okay, so simple stuff. So watch this. When I click on this and open it, I can take notes here. I can add an activity here. If I add that activity, it shows up underneath this activities list. So one location to go see everything that needs to be done. I can send emails from here. I can upload files from here. I can put their Facebook page, their LinkedIn page. I can change any of these. I want their MLS link to be in here. If they've got a website address, I can put that in there. All of these things are in here. So for me, it was simplistic. It also gave me some statistics, a dashboard over here where I can go see. And what I would tell you is this, I know this for a fact. If you asked me in 2013 how long it took me to actually win somebody, I would say it took me 18 to 20 months. And I did go back and I kind of looked at that and said, I think it's about 18 to 20 months. By the time I'd gotten through mid-2015, it was 62 days. Okay, now that— now saying 62 days is a pretty bold thing, right? To say you knew exactly what it was. The statistics part of this inside Pipedrive allowed me to say that from the moment I identified someone's talent, the time they crossed the finish line, that average timeline was 62 days that I built the relationship and got somebody into my branches. Okay, so that's the power of having a tool like this. Okay, so enough about that. Let's move on. Hopefully there was some value in that to you. And I went more in depth just because this is recorded. Now let's talk about the 3rd secret, which is the power of 15 minutes. You can't not say— you can't say no to 15 minutes extra a day. You can carve out 15 minutes a day. Now here's the truth. One of the funniest things that probably ever happened to me in hindsight— it wasn't funny at the time— was that I really struggled time blocking with this. I would put it on my calendar. I would tell my team it was my calendar. At one point I got so frustrated because my door would continue to open and people knew it was on my calendar that, um, I didn't have a lock on my door, but it was, it was a solid wood door and I could close it and people knew that I was doing something in there. They would just open the door or continuously knock on the door until they, till I said, come in. I got frustrated one day. I cut part of a cardboard box out that was in my office. I wrote on it in a big black marker and just wrote in meeting. Took a piece of tape, walked to the outside of my door, slapped it on my door, and I was like, that's gonna stop it. It didn't. People still walked in. I would be on the phone and people would stand there and wait for me to get off the phone before they actually, before, so they could talk to me. They wouldn't leave my office. And so I got frustrated again. A wind picked up. This little, my wife actually bought this widget for me right here. It's actually a 30-minute hourglass. Oh, cool. I guess 30 minutes, an hourglass is contradictory, but it's 30 minutes of sand. And I staged an area outside my office and I would put the sign on my door and I put that up and everybody knew what it meant. It meant that Richard was in a meeting for the next 30 minutes. And guess what would happen? They would still knock on my door. They would still walk into my office. And so at one point I got frustrated with this. I went out and bought a whiteboard easel. Right? Not one of the massive ones, but one of the stand-up easels that's probably about, you know, 3 feet wide and about 3 feet tall. And I put it in front of my door. Okay, so now I'm physically blocking my door and I write a note on it. Richard's in meeting, or Richard's recruiting. This is the timeline that he's going to be in this meeting. If you need something, write it here and I'll get with you immediately afterwards. And so finally it became that thing. They wouldn't move it out of the way to actually get into my office and they would actually just write their stuff on my board. It became a way that I began to protect my time around this and the protecting of my time, me saying this is a priority, was when things began to really shift for me in recruiting. Okay? So this is critical. You're going to have, you're going to have to protect what's a priority. So we want to keep it at 15 to 30 minutes a day. Now I got 15 minutes here because I know you all have 15 minutes. If you can get to 30 minutes, that's a big win. Okay, we want to time block each activity. All right, what I'm asking you to do is to develop a top 30 recruits list. Most people don't have a recruits list. Start with 30. What does that mean? You got one person per day you can focus on. That's easy. You can do this. Look, if you will do a new top 30 recruits list every single month, okay, then throughout, over the course of the year, think about it, right? You've got 3— what, 360? Top recruits that you've been in contact with over the course of the year simply because you focused on one per day. Now, what will typically happen from this is you'll engage and you won't take them off your top recruits list. They'll stay on your top recruits list, but each month it will tend to have 20, 25 people that will fall off that list. You'll bring 20 to 25 people on. So throughout the course of the year, what I found is about 250 people who you'll make contact with. Did you make contact with 250 people last year? Few, few people would say yes to that. And even fewer would say, I tracked it. I would be guessing at it. Okay. So have a top 30 recruits list. Do this simply in something like a Google Doc. That's a great way to do it. Um, you can keep this in Pipedrive underneath your top LO piece. That's a great place to store this. Or you can create a living, breathing piece of documents you carry around with you, which I love that idea. Now, Pipedrive actually has a mobile app, so you can actually access that there on your mobile phone. If you're, um, if you're not at the office. Um, but I love the idea of paper with this. So we focus on one person per day. Now you can do that. Another piece that will help you keep within the timeline— passive voicemail is a powerful, powerful tool. Now look, passive voicemail you only use where you have relationship. I'm not talking about passively leaving voicemail for, for, for potential recruits that you don't know. It's— that's a— it is a tool that will not work for you. But passive voicemail will work for you where you have relationships. Let me give you an example. If you were recruiting me, right, and we hadn't talked in a couple of weeks, you could very easily use SlyDial, which is a smartphone app that guarantees you're going to get voicemail. And you could leave a voicemail on my wireless number and on my cell phone and just actually say, hey, Richard, was thinking about you. Want to let you know you're on my mind. Hope all is well. Hope you're having a great month in. No need to call me back. Just want to let you know I was thinking of you, buddy. All the best. Hang up. Okay. Top of mind awareness. It's an amazing tool. It's one of the things that I teach. I teach people how to use this on LinkedIn, what I call jabbing versus right hooks. Most of you are right hooking yourself to death. Okay. Right hooks are you're always asking for an appointment and you're never building relationship. So you connect with somebody on LinkedIn. What do you do? You ask how things are going, right? You ask if you can— if they're willing to take your call. You send them the bullet points of your organization and ask them if they're willing to meet with you. Those are all right hooks. I'm about the jab. Okay, the jab is simply this. Let's, let's, let's make a contribution to people. Let's figure out how we help people grow. I love the idea of surrogate leadership. The idea of surrogate leadership simply means that most people don't have strong leaders, great leaders in this business. Now, maybe that's an overgeneralization saying most. Let's say this, many. There are many people in this business that are seeking leadership. Okay, you can become a surrogate leader from a distance where you're the person that's willing to contribute to people, encourage people, give things of value to people. You can do that using SlyDial, and I could call 30 people in 30 minutes with SlyDial. Okay, so there's no reason why you don't have time on your way home when you're in the car and you go, ah, I didn't do anything in recruiting today. Guess what? You can still SlyDial somebody, multiple people, and leave voicemails while you're in the vehicle on the way home. And if you've got your list printed with you, you have access to do that. If not, you've got Pipedrive. It's available on your mobile phone. You can do it from that. Okay. Okay, month-end great story. Put it— put on your calendar around the 20th of every month to ask your team for a great story. So how they've been impacted by your organization, how their borrowers have been impacted by your organization, how their real estate agents have been impacted by the organization. Offer a $25 Starbucks gift card for the best story of the month. Okay, when you get your stories, reshape those, craft those to where you can actually text them. So we want to shorten those. And then with anyone you're in a conversation with, anyone that you've got an established relationship with, okay, we're going to send this out at the end of the month, around 5 or 6 o'clock on the last day of the month, and just say, hey, hope you had a great February, had a great month end, wanted to share this story with you. Here's something that great came from our team this month. Hope all is well. I'm going to go fast here. The power of having your assistants dial for appointments. I'm going to skip over that. The power of the scorecard. I am going to talk about this. What is measured is improved. That's a statement by Peter Drucker. Okay? So, so you have to start measuring your activities. If you're, if you're, you know, look, structure is everything. If you came, if you came to me at the first of this year and you said, what are your goals? And my response to you was this, my goal is to get in the best shape of my life in 2018. And your response back to that was a question, which is, how are you going to do it? And my response to you is this, um, I'm going to go to the gym. I'm going to— we got a gym membership. I'm going to go to the gym. And that was my response. Internally, you would be thinking what I'm thinking in this moment, which is by February 15th, that dude's no longer going to be going to the gym. And you would be right because that's the truth about most people. Okay. Now, if you ask me the question, uh, that same question, and my response to you is this, Look, I'm going to do cardio. I've made a plan to do high-intensity cardio 3 days a week, and then I'm going to lift weights twice a week. And on the weekends, I'm going to get outside and make sure I spend an hour actively moving around in some way, shape, or form outside. That's part of the plan. And then guess what? Now we cleaned out our pantry. We threw out all the junk. You wouldn't believe how much stuff we had in there. And we ordered one of those HelloFresh things that me and my wife have that shows up. The meals show up prepackaged at the house, and they're fresh. And it's got lean meats and it's got good vegetables. As I begin to describe this to you, you're going, huh, Milligan's got a system. I think Milligan's gonna actually get in the best shape of his life in 2018. System is everything, okay? So this is the tool I'm gonna give you as part of this that's gonna be part of your system. Now I'm gonna tell you how to use this very quickly. Behavior, action. What are you gonna do? What's the specific behavior? Identify those behaviors. Okay, well, break those behaviors down. I'm gonna, I'm gonna give you— I just flashed it. I'm gonna show you how, you know, it's an example scorecard. Track it. Print this out Monday, Tuesday, Wednesday, Thursday, Friday. Track this. Okay, what's your goal score for the week in that category? If you say, I'm gonna identify 15 new candidates per week, right? And then that means you'd have a goal of 15. Then you're here on Monday, Tuesday, Wednesday, Thursday, Friday, you would track How many you actually identified each day, and then you would have an Achieve score. If you got a 15, great, because your goal is 15, and you get the— and your net score is a 0. This allows you to win and lose. Okay, games are everything. I mean, you know, the reason why people get, get addicted to games on, on their smartphone is because it releases dopamine. Games are everything. If you haven't played a game with a group of people Like Monopoly. At our house, we play Monopoly and we might just actually hurt somebody if we lose. There's something there at risk when we play a game, even if we play it by ourself. Now, I would love to see you have accountability around this, but I would love to see your behaviors in here. I would love to see your goal score, no less than 80, no more than 120, because I want this to be sustainable for So between 80 and 120, it's a big range. Okay? That should be your goal score. These are specific behaviors you're doing on a weekly basis. Your mantra is to get to a place where your net score is 0 or plus. Okay? And the reason why, the very top of this, daily actions in alignment with long-term goals create sustainable success. That is true. Daily actions. In alignment with long-term goals creates sustainable success. So this is all about what are we going to do today, and I'm going to measure it. So as an example, and I'll send this to you for the sake of time, we're just not going to go through it. You'll see the goal score here is an 83. This is 15 to 30 minutes of activity per day. Okay, I've tested it. I know it. You can do this. You know, I'll send this to you so that you understand, so that you have something to measure with. Here's what we ran out of time to discuss today. We missed the 4 stages of what I call the Visionary Presentation. Okay, this is really ultimately how you get to a recruit's why. How do you— this is how you move recruits to the next steps. There's 2 critical components in those 4 stages that you have to figure out. And if you figure that, if you have this recipe, this methodology, it's easy to move recruits to the next steps. Okay, we didn't talk about 3X storytelling structure. There's really a key to telling powerful stories. We didn't talk about phone scripting. Phone scripting is so important, gang. Listen, yeah, LinkedIn's a great tool for you to use, but you're going to have to use the phone. So no cold calling. I'm going to show you how to warm call only. I'm going to give you a script. You know, if you were in my coaching, those are the things that I would do. Phone scripting is everything. LinkedIn, how to add 10,000 mortgage connections in 5 months. I'm going to show you how I did it. Now today you'd see I've got 18,000+ connections. I've actually got 23,000 followers. That gap between my connections and followers is growing very rapidly now. I've been doing some things to lead to that. That just means that people see things that I'm doing and they follow me. That means that I may not connect with you if you're not in my lane, in my sweet spot right now, because I'm limited to 30,000 connections on LinkedIn. Um, then, then, then I'm, I'm gonna let you follow me, but I'm not gonna actually connect with you. I'm going to save and reserve that spot for my lane. So that's one of the things we ran out of time to talk about. Using LinkedIn to move recruits to face-to-face meetings through jabbing. Specific days for specific activities. There is a rhythm to days that we will be more productive with specific activities inside mortgage, inside recruiting. And we ran out of time to discuss that. We didn't talk about the staging of local office visits. There's some critical Pieces that you've got to have. You need to be staging local office visits. You need to understand how powerful this can be. And there's some things that I, that I teach people around this that take you from being 50/50 when people come to your location to visit you to 90/10. When do you get a home address and why it's important? Okay, so I promised this at the end. I'm going to give this to you. Here's, here's the, here's the tangible thing I talked about at the very beginning. We ran out of time to discuss this. I'm going to give it to you quickly. All right, here we go. Home address is important, and here's why. When you engage someone at a home address, you're not only engaging them, but you're engaging their spouse. Okay, the spouse is such a— plays such a critical role, and here's why. This business, okay, specific at the loan officer position, if you've ever had to project To somebody else what your branch is going to produce, and you've asked your loan officers for projections, you're going to laugh because you know this. You never take a loan officer's projections to the bank. You just don't. In fact, you don't take 90%, you don't take 80%, you don't take 70%. You take more like 50 to 60% of what they project as their pipeline. Okay, what happens is that loan officer then tells the spouse what they're projecting They plan their budget. This is the month of February. They get paid on that pipeline in the month of March, most likely. So they're planning their spring break around it. That check's going to show up the week before spring break, and we're going to go on our spring break vacation with the check you're going to get in the business. We plan that the first of February because you got a great month coming, right? And then what happens, right? A contract busts, an appraisal comes in under value, um, an inspection falls through. You know, where now the inspection comes back and there's things, repairs there that the— maybe the owner of the home is not willing to meet in the middle on to actually get done. There's so many things that can happen that ultimately let the spouse down. The loan officer probably gets it, understands it. The spouse ultimately doesn't really understand it and get that. So they're being let down consistently. So the lens they see this industry through They see that the company that their spouse works, works for through is a different lens. When you engage at home with something like a book or a thank you card or Christmas card, or for example, I would ship— I would ship a new year between Christmas and New Year's. I would ship a first of the year party kit. Right. Might ship you some champagne glasses, a bottle of champagne, ship you a book, ship you some party hats, ship you some balloons, some little toot horns, and with a little note. Right. And if you can't ship champagne in your state, you can still ship all the rest, little party kit. And you can engage that spouse at home. And when they bring in the new year with the kids and their spouse and they're using your hats and your horn and all the things that you sent to the house, right, you're engaging them in a different conversation, which is the attractive leadership, the attractive leader conversation, contribute, contribution. Okay. Contributing to someone with no strings attached. Right now, in my— what I teach in my coaching, some really creative methods of how you engage this and engage them at home. But the home address is so critical. So here's what you do. Here's where you ask for it. At the end of that visionary presentation, which is typically a face-to-face meeting, at the end of that presentation, you simply say, look, I've got something I'd like to send you. Could be a nice book that you just went through that you were super impressed with and that you wanted to share with them. And so that's a great tool. Hey, I just went through John Gordon's book, One Word. It's like an hour read. I'd love to send it to you. What's your home address? Okay, now you've got the home address. Now you have a phenomenal avenue to pursue them through. And so you need to activate that. Okay. And then we didn't discuss how to create a recruiting culture inside your team. Here's why this is important. Almost 45%, I think it's 42, 43% of all loan officers Okay, end up in a company because a colleague referred them. That's statistical data. I'm not making that up. That's statistical data, right? Your loan officers will refer you. Okay, if you create a recruiting culture inside your team, it's critical to your success. Okay, only 25% of loan officers are actually recruited, like through recruitment, 1 out of 4. The remaining of them end up at a company in different places. You need to understand that. That's why creating a recruiting culture inside your team is critical to your success. So this is a really nice infographic that really takes all of the, you know, my methodology into consideration. Little things are ultimately big things in recruiting. So you'll get a copy of this if you're registered for the webinar. So I'll send that to you. And then beyond this, One of the things I do is I actually do a 12-week coaching plan. Okay, so I take all of this, put it into 12 weeks. We do an hour each week, and I want to give you an opportunity. So if you're just like, man, I'm here for the free content, and that's great, Richard, um, I just really appreciate it. Perfect. Okay, you don't need to stay. There's a few minutes here left. I'm going to walk you through how I coach and an opportunity for you to actually engage at a different level. Okay, so I take people through a 12-week coaching plan. Now, here's what we've offered in the past. 12 weekly live one-on-one coaching sessions via Zoom. And again, I'm saying in the past because we're changing this. In this moment, we're changing this. So, and here's what we go through. We create your— help you create your vision, understand your core values. We help you become ultimately the attractive leader. Okay. How can you articulate these things very well? So we help you identify anchor stories to use when recruiting. Phone scripting is critical to this, so we really build on this. We start with Attractive Leadership and then we build on this. So phone scripting for both you and your assistant, if you've got an assistant. We take you through the 4 stages of presenting. How do you become the visionaries? What we want you to become. That's how you're going to win on the largest stage of success. Teach our storytelling processor system. We actually help you set up a unique whiteboard CRM. So what I showed you was the one that I originally used back in 2013. That's been revamped and improved on. Um, so we help you actually set that up with really powerful next steps. Those powerful next steps are always different. We don't want to give this to hundreds of people and just have them duplicate it. So these are different with every leader depending upon what their core values are that we come to. We help you structure and then create accountability around the 15 to 30 minutes of recruiting per day. And then we teach you how to build your influencer platform. We want to get you to 5,000 connections in month 1, but ultimately what we want you to— what we want to show you is how I built 10,000 in 5 months. So I was building 2,000 a month inside the mortgage industry. Okay, and then we give you a step-by-step plan. This is what we've offered in the past, a step-by-step plan for staging recruits to your local office. And so what we would charge is— what we would charge for that is almost $3,000. Now, let me say this. That is what we've offered in the past. We are changing this offer. In fact, right now we're kind of in a critical area as an organization. One of the things that we're working towards— we have had hundreds of Leaders come through and have success with this, and I'm looking for 3 people right now That would be willing to go through, go through this program, allow me to document what we're doing. You know, we would record our Zoom meetings with your permission. We would take bits and pieces of that and put those into testimonials. And so what we're doing for 3 recruiting leaders that we're actively seeking right now— this is February 27th— is we're taking that, that almost $3,000 package. And what we've done is we've broken— we've reduced this by 50%. Okay, so we reduced it to $1,497 and we've split that up into 2 payments. So month 1 and a month 2 payment. So if you're interested in that, okay, I'm going to show you something else here in just a second. But if you're interested in that, you can go to that link and go ahead. If that link is still up and you have access to it, then we're still actively seeking for a handful of people to go through that, understanding that their requirements would be that That we would pull a testimonial from you as we go through this. We would actually typically use a 3 to 5 minute video from some of the things that we're doing each week, and then we would put that on our larger stage, which is our social media platforms. We would, you know, LinkedIn, Twitter, Facebook, you know, these arenas would be a great opportunity for you to get some exposure as an attractive leader going through that model if you're interested in that. Hit that link. But if not, what we've done is we've changed the offer. And the reason why we've changed the offer is this, is that I haven't been able to stay up with the amount of people that have asked to go through this system. So we launched this last fall, immediately filled up. We launched again the first of the year, we immediately filled up. We just said, look, this is not sustainable. If you're in my coaching system, one of the things you know is I come back to sustainability. I can't coach Hour-long sessions, 40 hours a week, and then do everything else that you need to do to operate a business and to build relationships correctly. So I'm pulling back on live coaching, but what I've done— like, we have spent 7 or 8 all-nighters coming to this place. What we've done is that we've now taken our 12-week sessions and we've put them into a coaching portal. So I've recorded these live, actually through a by step, similar to what we're doing here today, through a presentation. You get a copy of the presentation each week in the coaching portal. You get downloads. Some of the things I've shown you here today are things that we've created that are downloadable in the tool. There's a lot more downloadable things in the tool, but ultimately what you get is a session that you can replay again and again and again to go back and really get this at your own pace. You know, without having to commit to an hour each week to meet with me one-on-one via Zoom meeting. We, we're excited about this. Now, some people say, I want live coaching. Some people say, you know, I would rather have the coaching portal. What we're— what I'm doing here is I'm going to give you an opportunity to sign up for this now. So we're going to take 50 people in the portal. And then, then we're going to close off the portal because we really want to create exclusivity around what we're offering here. We don't want, um, you know, thousands of people going through this. Okay. So, so at this point, what we've done with, with this is that we've said we're going to limit it to 50 people. So first 50 people that sign up are gonna have access to this. I think you're gonna be surprised what you get with this. Let me go through this. You get all the same stuff. Okay. We've taken each one of these. Now there's actually 15 different presentations, um, that you get. They're all recorded. They're in your coaching portal once you sign up. And, and so those are all available to you. But, um, I think I have it here. One of the things that we've been doing is recording, um, interviews with really successful recruiting leaders. Those are in the portal. Um, we've actually, um, given you several bonuses in the portal that we don't give, um, a lot of times in our, in our one-on-one coaching that you're gonna have access to. So before I get there, let me kind of walk through who this has worked for. Okay. So here's who it's worked for: branch managers, area managers, regional managers, vice presidents. Those are all people who it's worked for. And here's what you're going to get: the 12 weekly recorded coaching sessions. Again, all of these are the things that are part of the live coaching pieces. We're condensing these to get this on one page. There's actually 15 different presentations here. Total value of that is $3,000. Okay, but we've thrown in a couple of bonuses because it is recorded coaching. One of the things that you're going to get is the LinkedIn Jumpstart. Now there's 4 additional sessions. These may be the most powerful sessions that you're going to get in all of this because, because we've talked about that statement by Newt Gingrich about these bridges of excellence. LinkedIn is one of those bridges right now. 3 years from now, I'm confident it won't be it. People will figure out the secret sauce of what we're doing. Okay, um, so this is a huge bonus. Okay, this is how I set almost 40 site visits using LinkedIn beginning 2014. That's been 4 years ago. Okay, I use this, some of the methodology I'm showing you and teaching you in these recorded sessions of how I actually set almost 40 site visits with producers, big producers, branch managers, area managers. Okay, so what we do is we teach you how to set up your profile for success. We'll show you how to build connections quickly with a secret tool. I'm going to show you the methodology of how I take about 15 to 30 seconds every single day and how I can just doing 15 to 30 seconds every single day, how I can actually build 1,500 to 2,000 connections every single month. I've been doing this since the very end of June 2017. Go look at my profile. If you look at how many connections I have right now, it's about 18,500, I think is the number, but I have over 23,000 followers. Okay, so I'm gonna show you how to do that, how to jab and build out your jabbing workflow. You may not understand the jab context right now. This is the bridge of excellence. This is how I've got, you know, a guy out in Arizona that's made 7 hires in 60 days using this methodology. Using LinkedIn to create attractive office culture. Look, if you understand what the statistics say about Team orientation, you know, things like culture within organization, how important it is to recruiting and people identifying organizations as the next company. You understand how important this is. One of the presentations that you're going to get as part of this is a really large presentation that dissects 6 different reports that have come out over the last 2 years around recruiting and why things like this are important. Okay, that's part of what's in the portal. That's a $1,000 value. $997 value is what we've charged for this in the past. You get this as a bonus. Okay, now we're only going to offer this to the first 10 people. We're not going to offer this to everybody because it is something that we actually promote and we sell to high-level leaders, and it's something that is of significant value. It's taken a lot of time and effort for us to come to a place to help people understand and to build out these workflows and these models for people. So there's a lot of value there. The second bonus is this: you're gonna get 12 months of coaching through weekly videos with me. Okay, I do weekly video and I push that out via email. You're gonna get access to that. You're also gonna get access to a monthly live webinar. Now you can show up live to the webinar. We pick a topic each month and we hold a webinar. But if you don't attend the monthly live webinar, that's okay because we're gonna load it into your portal Underneath a completely different tab that gives you access to watch those. You know, you know, if you want to watch them at home, you can watch them at home. This program we charge $297 a month for, we're going to give this to you. Okay, so over the course of the year, someone would pay a little over $3,500 to have access to that. We're going to give that to you. Oh. To the first 10 people. Okay, so again, this is— we're getting lengthy here. What you're going to get, these are all the live coaching sessions that we do. Okay, you're also going to get the LinkedIn Jumpstart. You're going to get the 12 months coaching. Okay, it's, you know, value of that— I'm coming across the top of that— is almost $7,600 value. Okay. Look, if all this did was finally force you to write out your vision and to give you a clear vision for the future, it would be worth it. Okay, most of you don't have a clear vision. Going through my coaching, we really take the first 3 lessons. We really slow down. We force you to develop a vision. Okay? If all it did was that, it's a win for you because as a recruiter, you will win much on a much larger stage because you have vision. If all this did was, all this did was finally give you a kick in the butt to finally get you focused on recruiting, it'd be worth it. Okay? If this finally gave you some structure and some accountability, okay, it would be worth it. You know, one of the things that you're going to get access to as part of this is a closed Facebook team, a Facebook group where other recruiting leaders are doing the same thing as you. Okay. That's a great network, a great family of people to actually have some accountability in. Okay. So yes, it would be worth it to you if we— if it gave you 2 to 3 new loan officers a year that you wouldn't get otherwise. Like, do the math. Would it be worth it? Like, what's one loan officer worth to you? It depends on volume, right? But what's a $20 million producer worth to you? $5,000, $10,000, $20,000? A lot of you are in different models, right? How much would you pay to get one loan officer per quarter that you couldn't get otherwise, right? How much would you pay to get one loan officer per month? What would that be worth to you? So you could see why we've actually had companies that have had us come in and have said, hey, here are our 6 regional managers want you to build this system out specifically for them and have paid upwards of $7,000 for us to set this up, right? So you can see why it would be a good deal with everything that we're giving to you for this. So, so with that said, here's what we're going to do. People that sign up through this webinar are going to get a completely different deal beyond this webinar. What we're gonna do is we are going to— people will pay $297 per month For as long as they're in the system to have access to it. Okay, but what we're doing with this webinar, with this link right here, the recruitingissimple.com/ongoingcoach, you're only going to pay $297 when you sign up, and then each month after that, you're only going to pay $97. Okay guys, I've had people, you know, that are consistently paying thousands of dollars to sign up for this and go through my live teaching. Okay, and you know, if you, if you do this right now, you're gonna pay $297 for month 1. You're gonna get access to all the videos, and then beyond that, you're gonna pay $97 a month. Um, it's interesting. Let me, let me read you— this happened today. I'm not going to say his name. I'm not going to read everything that he sent me. But I had an individual who signed up for this when we did the webinar on Friday. It's actually right now, it's Tuesday. He sent me an email, an unsolicited email. And now I'm looking forward because this is kind of spontaneous. I want to share this with you because there's so much value in here. Okay. Um, you know, I'm not going to read his name because I've asked him for permission to share this. And if he gives me permission to share it, we'll share it. But he said, I've signed up. This is today at 1:57 PM. I signed up for coaching. And he mentions 2 companies. One of those companies actually does, um, does recruiting coaching. Um, it's a pretty big name in the business. The other is a really big name in the business. that you all would recognize. I don't know if they do actually recruiting coaching, but they do, they do coaching. And he says, I've signed up for coaching, he lists the name of 2 companies, and always left with an impression that I just paid for a whole lot of nothing. In the case of your training, I've already changed— and he lists the things that he changed, the things that he signed up for, and what he started defining, which is his 4 pillars. Your program so far is full of actual action steps that work. Thank you so much. This guy's 48 hours, you know, into, uh, 40, you know, he signed up Friday afternoon, 4:00 PM. You know, he's a couple of days into this and that's his response unsolicited to us. Okay. So I know it's worth it. Now I could go through these and try and convince you, you know, that investing in you and what it would be worth if you paid a recruiter, You know, I could do all those things. For the sake of time, I'm gonna go back through this one more time very quickly, right? Total value and all the things that you get. You know, if you sign up, phenomenal. If you get— if you made it this far and you don't sign up, follow me on LinkedIn. I had a guy call me on Monday and he said, I've been following you from a distance and I've been actually taking the things that you've been talking about and applying them, and I'm seeing results and I want to sign up for coaching. And so I know the things that are inside this are practical things that you're going to go apply to your business and make a big difference. Okay? So sign up. Would love to have you as one of our recruiting leaders that we're developing. And I know the value is going to exceed anything, any of the expectations that you have in that. If you have any questions, you can use that number there, the 405 number. And leave a detailed message. We don't answer that with your name, phone number, email address, you know, we will, we'll call you back within 15 minutes. And with that said, I appreciate your time and I appreciate you sticking to the end. And I'm hopeful that even if you don't sign up for this, our paths will cross. I will be, I'll be presenting at Carl White's event out in Las Vegas in April. We've got some sales rallies that look like they're going to come onto our agenda that we're doing some breakout sessions with branch managers. And, and so we're really excited about the direction that we're headed and the opportunities that are coming up because of what we're teaching. And so it's an early opportunity. We're 6 months, less than 6 months into launching this. So you're seeing it before anybody else sees it. This is probably a bridge of excellence for you that you should be building. If you don't follow me on LinkedIn, you can find me on Twitter. You can find me on Facebook, Instagram. And those are all places that we, that we post regularly. And I wish you all the best on your recruiting efforts. And so with that said, I'm signing off. It's late on February 27th, finishing up a replay of something that I could have simply clicked a button and I wouldn't have to do this. But we're committed to your success. And this is actually just one of those ways that we want to show that to you. So wishing you all the best. And with that said, whenever you watch this, have a phenomenal week and look forward to just connecting you in some of the circles that we're in. Okay. All the best. Thanks so much. Bye.